A fair, consistent interview process is the foundation of building a strong, diverse team. Your goal is to give every candidate an equal shot and make decisions based on evidence, not gut feeling. Think of it like a science experiment: you need a clear method and consistent conditions to get reliable results. Fair interviews rely on structure, objectivity, and a focus on what truly matters for the job.

By the end of this lesson, you’ll know how to:

• Use structured, role-relevant questions so every candidate is evaluated on the same criteria
• Apply consistent scoring anchors that focus on behaviors and evidence, not just first impressions
• Take notes that capture factual evidence instead of subjective opinions

You’ll be able to keep your interviews level and your decisions clear.

A structured interview is one where each candidate is asked the same set of predetermined, job-relevant questions in the same order. This ensures you’re comparing apples to apples. For example: Instead of asking one candidate, “What are your strengths?” and another, “Can you describe a time you led a project?”, ask everyone: “Tell me about a time you debugged a complex production issue.”

This approach keeps your focus on job-relevant skills and makes your evaluations more reliable.

Ask yourself:
Am I giving every candidate the same opportunity to show what they can do? Are my questions directly tied to the job?

To truly keep things fair and consistent, consider a few additional factors:

• Be mindful of individual needs: If a candidate requests an accommodation—like extra time or an alternative format for a technical task—provide it. This ensures everyone has a fair chance to demonstrate their abilities.
• Involve multiple interviewers when possible: Having more than one interviewer brings in different perspectives, which helps reduce individual bias and leads to more balanced decisions.

Finally, watch out for some common pitfalls that can undermine consistency and fairness:

Common Pitfalls to Watch For:

• Letting small talk or first impressions influence your evaluation
• Asking different follow-up questions to different candidates
• Forgetting to write down specific evidence from candidate responses

Objective scoring and evidence-based notes are your best tools for reducing bias. This means using a clear, predefined rubric to assess each candidate’s responses, focusing on specific actions and outcomes rather than personal impressions. For example, before the interview, decide what a strong, satisfactory, or weak answer looks like for each question. During the interview, listen for concrete examples and behaviors that match these criteria.

When you take notes, write down what the candidate actually said or did, not how you felt about their answer. For instance, instead of writing “Gave a great answer,” note the specific steps they described or the results they achieved. This approach makes it easier to compare candidates fairly and reduces the influence of unconscious preferences or stereotypes. By grounding your evaluations in observable evidence, you ensure that hiring decisions are based on merit and job-relevant skills.

Here are some common situations that can introduce bias during interviews, along with tips on how to keep your evaluations fair and consistent:

Here’s how two engineers, Natalie and Ryan, keep each other accountable for fairness and consistency:

• Ryan: Natalie, I noticed you asked the last candidate a few different questions than the ones we had planned. Was there a reason for that?
• Natalie: Good catch, Ryan. I realized I was going off-script a bit. I wanted to dig deeper, but I see how that could make things less consistent.
• Ryan: I get the urge to follow up, but if we stick to our core questions, it’s easier to compare candidates fairly. For example, asking everyone “Tell me about a time you debugged a complex production issue” keeps things level.
• Natalie: That makes sense. I’ll make sure to use the same set of questions for each candidate and just add clarifying follow-ups if needed.